Finding the right person to fit a role in your company is not an easy task. From sending out job ads, screening and interviewing applicants and making the final decision, careful thought and planning must be done to ensure that you get the best possible candidates.
Still, there are some common blunders that employers and recruiters make that end up costing the company because they hired the wrong person for the job. If you’re about to go looking for new people to join your team or is currently in the process, avoid committing these mistakes so you can find the best person for the job.
Unclear description of the job and the work culture
Having a defined list of the essential responsibilities that a future employee needs to do and the necessary skills to achieve that should be first and foremost when hiring a new person into your workforce. It would also be a big help for the candidate if they have an idea of the work environment so they could self-assess if working for your company is ideal for them.
This saves you time during the interview and you can focus on the important things like evaluating the candidate’s skills and whether they’re a good fit with the work culture.
Interviews don’t take long so you only have a limited amount of time to get to know the interviewee and gauge if they are a good fit for the job. Coming in unprepared is an unprofessional move and could imply that you are not taking the candidate seriously. Furthermore, not having a clear list of questions to ask during the interview doesn’t help in finding out their suitability for the job. In the process of hiring a future employee, you can’t just “wing it.”
Make sure to study the candidate’s resume and prepare a list of questions you need to ask based on what you have gleaned from their application. Don’t risk making a bad hire because you failed to prepare in advance.
Hiring based on first impressions
First impressions may last but they are not always right. Some employers seem to forget that and get carried away by a candidate who did great during the interview but turned out to be a wrong fit for the role.
As an employer, you need to understand that not everyone can handle the stress of a job interview. If a candidate is feeling uncomfortable, try to make them feel at ease first. During the interview, you aim to get a sense of who they are and see if they’re suitable for the job. Keep in mind the responsibilities the job entails and assess if their skills are a fit for it. Avoid getting swayed by smooth talkers.
Hiring someone like you
Another hiring blunder employers commit is hiring someone like them. They would encounter a likable candidate because they got along well during the interview. Or someone who has the same way of thinking and experiences. Or merely because they would fit in. If you do this, you will end up with a workforce that act and think the same.
Hiring diverse people in your team is imperative. Having different outlooks, experiences and personalities can bring a fresh perspective to your strategies and can even provide innovative solutions that your company might face.
A fixed image of the ideal candidate
We all have our own biases. In looking for a new hire, you might have a fixed image of the ideal candidate. The right skills and the right personality, the perfect candidate. Truth of the matter is, there’s a low chance you’ll find someone like that. Don’t let that narrow view lead you to miss out on great talent. Worse, they might end up working with a competitor.
If you find a candidate who doesn’t quite fit the role but has unique skills and an abundance of experience, don’t dismiss them right away. As mentioned earlier, hiring for diversity is beneficial. Maybe you can fit the role by adjusting the responsibilities around or perhaps they are more suited for another position. Consider training as well to fill the gaps.
By avoiding these hiring pitfalls, you’re sure to develop a productive and competitive workforce for your business.
Get more tips and insights for your business’ recruitment and hiring process by starting a conversation with the best IT recruitment consultants in Melbourne, Canberra, Adelaide and Brisbane by emailing firstname.lastname@example.org or calling 1300 544 652.